Identifying and hiring the best talents, especially in instances where there is fierce competition for tech talent is however not an easy process. The current mode of selection process is inadequate to judge the real potential of a candidate. It is where we still find ourselves at odds; this is where programming assessments come into play. These assessments are very effective in delivering a structured approach to ascertain the coding standards of a candidate along with factual problem-solving aptitude and knowledge regarding technical concepts.

Therefore, incorporating Programming Assessments into the recruitment process will help organizations get the right people on board for those positions since they will be weeding out potential bad hires as well as have the best chance to create new opportunities and grow.

The words of Steve Jobs, in this case, are extraordinary; ‘The secret of my success is that we have gone to exceptional lengths to hire the best people in the world’.

Role of the Top Talent in the Innovation and Company Success!

First of all, Top talent is a highly valued asset in the identification of industry trends, locking in the strategic direction of a company. In today’s volatile technology sector, a team of highly skilled individuals forms a stronger arsenal of tools. They also come with skills such as creativity, critical thinking, and a positive attitude that compliments the simple technical skills they possess. These are the people who can make incredible ideas come alive, design productive processes with effective solutions, and consider themselves as leaders in technology.

For instance, Google, Microsoft, and Apple are examples of companies whose success hinges on the technological abilities of human resources. The novel products and services that these companies offer are simply a function of their capacity to acquire and maintain superstar talent. These companies have learned that talent acquisition and development are strategically important to their competitiveness hence they devote adequate resources in sourcing for and developing their tech workers.

Practical Case Studies:-

Hiring the right talent is not just about fostering innovation; it also has significant financial implications. The cost of a bad hire can be staggering. According to a report by the Society for Human Resource Management (SHRM), companies incur costs up to five times the employee’s annual salary due to a bad hire. This includes expenses related to recruitment, training, severance, and lost productivity.

Furthermore, a study by CareerBuilder found that 75% of employers admit they have hired the wrong person for a position, and 37% of them reported that the cost of a single bad hire was over $50,000. These costs are not just monetary but also affect team morale and productivity, as other employees often have to pick up the slack or deal with the consequences of the bad hire.

On the flip side, the benefits of hiring the right talent are substantial. Research from McKinsey & Company shows that high performers are 400% more productive than average employees. This means that the right hire can significantly boost a company’s productivity, innovation capacity, and bottom line. Additionally, companies with strong tech teams tend to have better employee retention rates, as top talent attracts more top talent, creating a positive cycle of growth and success.

Purpose of Programming Assessments.

Programming assessments then are structured tests aimed at evaluating the applicant’s coding and other technical aptitudes and knowledge in specific areas. It is fundamentally designed to have a system to evaluate a candidate based on his or her ability to address the requirements of the job by coming up with a set of assessments that target particular programming languages, frameworks, and technologies required. The main fulfillment of programming assessments is to substitute the subjective hiring practices with a more objective and structured one, thus guaranteeing that the candidate selected possesses the right level of skill in the technical content of the application.

Demonstration of programmers’ concepts. Design by freepik.

Types of Programming Assessments –

  • Coding challenges are questions posed as practices that one has to solve or complete by coding. These can be as basic as puzzles for an algorithm, to real-life solutions and problems to solve. They are useful when it comes to determining the coding skills of the candidate, his or her capabilities in terms of logical reasoning, and other factors that determine the quality of clean code the candidate can produce.
  • Tech-based interviews can follow the format of a problem-solving session where the candidate has to write a piece of code on the spot with the interviewer observing them or use of whiteboard or collaborative coding tools. This format enables the interviewers to see how the candidate will be solving various problems, by judging their behavior under the pressure of tricky questions.
  • Unlike other projects where the candidate is given a shorter time to work with and a specific coding problem to solve, the take-home projects give the candidate a longer time to work on a bigger and even more complex coding assignment. 
  • There are other forms of assessments like game-based assessments for instance the assessments made available by PerspectAI which apply the principles of gamification to assess knowledge and interpersonal skills. These tests include exercises that make the candidates actively participate that are fun and games and that involve coding and logic skills and interpersonal skills such as group work and communications. 

Key Programming Skills to Test in 2024–

  1. General Coding Skills
    • Algorithmic Thinking: Ability to design and implement efficient algorithms.
    • Problem Solving: Skill in breaking down complex problems into manageable tasks.
    • Data Structures: Proficiency in using arrays, linked lists, stacks, queues, trees, and graphs.
    • Debugging: Capability to identify and fix errors in code.
  2. JavaScript
    • Core JavaScript: Understanding of syntax, operators, control structures, and functions.
    • Asynchronous Programming: Knowledge of promises, async/await, and callbacks.
    • DOM Manipulation: Ability to manipulate HTML and CSS using JavaScript.
    • ES6+ Features: Familiarity with modern JavaScript features such as arrow functions, classes, and modules.
  3. SQL
    • Basic Queries: Ability to perform CRUD (Create, Read, Update, Delete) operations.
    • Joins: Proficiency in using INNER JOIN, LEFT JOIN, RIGHT JOIN, and FULL JOIN.
    • Subqueries and Nested Queries: Skill in writing complex queries using subqueries.
    • Database Design: Understanding of normalization, indexing, and schema design.
  4. Mobile Development
    • iOS (Swift): Proficiency in Swift programming and iOS SDK.
    • Android (Kotlin/Java): Knowledge of Kotlin or Java and Android SDK.
    • Cross-Platform Development: Experience with frameworks like React Native or Flutter.
    • UI/UX Design: Understanding of mobile app design principles and best practices.
  5. Data Science and Machine Learning
    • Data Analysis: Proficiency in using tools like Pandas, NumPy, and Matplotlib.
    • Machine Learning: Knowledge of machine learning algorithms and frameworks such as Scikit-Learn, TensorFlow, or PyTorch.
    • Data Visualization: Experience with data visualization tools like Tableau or Plotly.
    • Big Data: Familiarity with big data technologies like Hadoop and Spark.

Ensuring You Hire The Top Tech Candidates with Programming Assessments!

The choice as to who should be given employment with the company is a vital component in the development of the organization. Using programming assessments such as those offered by PerspectAI, employers can rely on the results and receive extensive analyses, which will allow for decreasing uncertainty and making correct decisions. These assessments not only indicate the applicants’ technical know-how but also help in the evaluation of their interpersonal skills and aptitudes, giving a rounded view of the candidate.

By integrating programming assessments into the hiring process, companies can:

  • Minimize Risk: This means minimizing the chances of making the wrong hire which can be expensive to the organization by confirming their suitability by matching the right skills and capabilities.
  • Boost Productivity: This means hiring employees with technical skills, informational and procedural knowledge, and attitudes, values, and beliefs that can improve team synergies.
  • Drive Innovation: Promote innovation by attracting innovative talent for the development of new and improved solutions to come from the top talent of all employees.
  • Enhance Employer Brand: The goal of this case is to advance the candidate experience and the brand image of the company and employment prospects as a favorable destination within the stiff tech industry.